…and some would add it is a Disaster!
The fact is that in a Digitised Economy with control as the key behavioural modification tool utilised in organisational context; the more ‘control’ and micro management we apply, the more dysfunctional, disinterested and disenfranchised employees and collaborators become.
Now the terms employee and collaborator used in such close proximity should create a slight twinge of cognitive dissonance, but do we really pick up on the subtleties of the situation? Possibly not, however this thought piece is an extension of our initial thoughts on [the Future is collaboration], publish a week ago.
With collaboration and an Open Source or purely OPEN philosophy to achieving value creation for individuals and society in large, the biggest ‘contractual challenge’ of the beginning of the 21st Century is the revolution in the engagement process.
No longer a process purely dominated by an HR focus, but more around our key concept of CLUSTERS OF SKILLS & EXPERIENCE.
Creating the environment and framework that supports the ability of market participants to ‘cluster’ around skills bases and then for willing procurers of those clustered skills to engage in such a market is the cornerstone of the Digitised Economy in the third wave of ‘Industrialised Revolution’. In fact the word Industrial Revolution is a disingenuous statement to make, as the third wave of prosperity should be called the DIGITAL EVOLUTION.
- The Future is Collaboration (themarketsoul.com)
- Seven signs of dysfunctional engineering teams (rc3.org)
- The hardest word to add to my professional vocabulary: No (leadertainment.com)
- Red Flag Signs of a Failing Team (benchmarkemail.com)
- Red Flag Signs of a Failing Team (benchmarkemail.com)
- Some Thoughts on the Industrial Revolution (iggyjreilly.wordpress.com)
- Socialogy: Interview with Neil Usher (stoweboyd.com)
How do we define the state of our nation at the moment?
For a little while now we have been experiencing an ‘unease’ with the communication revolution and the disparate nature of communication tools at our disposal. On the surface it would appear that what is happening is that rather than bind together a society it is having exactly the opposite effect.
The recent riots in the UK is just a small manifestation of this general unease.
From a purely economic and dispassionate analysis of the situation, we would offer the following opinion:
We don’t have a ‘broken society‘, as is such an often uttered phrase, but rather a complete misunderstanding of the disconnect between our ‘old / slow business models’ and the pace at which technology moves and changes the rules of engagement.
The pace of change in organisational design, planning and execution models lags multiple-fold behind the pace of technological advancement. It almost has an exponential relationship and due to this factor, we have not yet come to grips with applying new technology to ‘old world’ thinking, with its checks and balances and control mechanisms.
The disconnect between the pace of the communication revolution and the nature of diminishing returns has led to a massive gap in appreciating the fact the occasionally we have to pause and reflect on where we are and where we want to be.
Both the continuing economic crisis, pace of change, realisation that the future does not hold the same promise and prosperity as the recent past; are all infliction points that have amplified and spilled over into anger and the violence of the past few days.
So what we have is a ‘broken understanding’ of how different factors of production, such as land, labour, capital, enterprise and innovation has drifted further apart and caused unnecessary and unsustainable concentrations of accumulated power and risk amongst differing population groupings in the UK and elsewhere.
Remember, all five of these factors of production listed above need to work in harmony, in order to add, create and manage value and output that are useful and life sustaining necessities for all citizens.
theMarketSoul © 2011
- X Factor culture fuelled the UK riots, says Iain Duncan Smith (guardian.co.uk)
- ‘Go sustainable, be responsible! European civil society on the road to Rio+20′ (3eintelligence.wordpress.com)
- Global Civil Society Under Attack (prweb.com)
- Communication Breakdown (relationshipremedy.com)
- Business insurance news: Malicious spam ‘could cause computer breakdown’ (premierlinedirect.co.uk)
This discussion is a little bit of background behind the concept of ‘The Boardroom Incubator’.
We currently work mostly around Cambridge, Cambridgeshire, England. The university and some of the colleges in Cambridge have start-up incubation hubs in and around the city. These incubation hubs are spin-offs from ideas and innovation created in the laboratories of the university. Some work and some don’t.
The idea behind ‘The Boardroom Incubator’ came to me after attending an Inspired Group presentation on 14 July 2011. During the session the presenter, Mark Doyle, mentioned some training and development they were doing for women to encourage listed organisations in the UK to redress the imbalance of woman representation on FTSE250 Board of Directors. They were addressing some of the issues, but it struck me that more could be done. This is the basic idea and spark that led me to create group.
Let’s do it now, for ourselves, before the government interferes and legislates quotas and targets into the corporate governance frameworks of UK plc.
Link to the LinkedIn ‘The Boardroom Incubator‘
We have just created a new group on LinkedIn, namely ‘The Boardroom Incubator’.
The Boardroom Incubator is aimed at encouraging and developing women to become business leaders and board members in either listed and non listed organisations. Our aim is to create a ‘risk-free’ educational, training and development resource for women aspiring to gain their rightful places in Boardrooms and be accepted as peers amongst other Boardroom members.
It is a member led resource and forum to help redress the imbalance that currently exists within the corporate and civil society leadership arena and to ensure that we build and sustain healthy governance frameworks for the future.
Our aim at this early stage is just to gauge the interest and ‘proof of concept’ in order to see in what strategic direction the new group will head.
Please feel free to drop in and send any questions to:
“Don’t waste a good crisis” – not entirely sure who first uttered these immortal words, although a Google search on initial analysis seems to attribute it (or some very similar words) to Rahm Emmanuel, the current Chief of Staff of the White House, part of the Barack Obama administration. The actual phrase might be attributed to an economist called Paul Romer.
However, irrespective of who uttered the words initially, it is true that borne out of crisis the spirit of innovation always seem to rise like a new Phoenix bringing both hope and opportunity with it.
That is the great gift that the ‘study of scarcity’ that is economics provides us with.
At the moment we are conducting a research study into how nano and micro businesses might find new routes to market and sustain themselves during these strained economic times as part of the extension of the outsource provider to the Shamrock Organisation. We will be trying to uncover some of the factors that lead to collaboration and other forms of formal and informal business structures that promote and underpin this form of collaboration.
Please watch this space for updates in the very near future.
Competition is a good thing. Of that we are sure.
It is one of the key ingredients of a dynamic market process, yet is competition and the potential negative consequences of short-sightedness a means or an end in itself?
Today we argue that the unfettered aspiration of competing for competition’s sake and the shedding of what is seen as non-core processes and competencies in organisation, will eventually lead to sub-optimal performance and is an unsustainable practice.
In the unrelenting search for shareholder value creation, which is the fiduciary and main responsibility of the board of any shareholder / equity owned organisation, we believe that sub-optimal decisions are being taken, both because of target operating model enhancements and short-term return of investment (ROI)
One of the underlying objectives of International Harmonisation of Financial Regulatory Standards (as currently promoted by the IASB & FASB) is the desire for greater transparency and ultimately more regular and frequent reporting cycles. The view is that the greater the frequency in reporting, the less information asymmetry will be in the market, thereby eliminating insider trading and other undesirable ‘sharp’ market practices that regulatory bodies such as the SEC, London Stock Exchange, NYSE, NASDAQ, DAX, etc., are trying to stamp out.
But if we extend this logic, or rather shorten the current reporting cycles from the regular quarterly updates to say monthly, weekly , daily or even hourly updates, the already short-sighted mentality will become even more sharply focussed. And this begs the question: “How will CEOs and other business leaders have to ‘defend’ their decisions on a minute by minute basis under this unrelenting 24 hour news and sensationalism culture”; thus leading to an even more intense short term focus on their part. Certainly, this must be the worst of all downward spirals and tyranny of information overload?
But, by logical extension, this is exactly where we are heading in a decade or two’s time.
So, if the focus is then on more short-term results and ‘core processes’ where does this leave the current wave of outsourcing, off-shoring or near-shoring of non-core processes?
We contend that the already well established trend of ‘letting go’ of all non-core processes and competencies has a negative effect on the longer-term sustainability of the organisation.
Succession planning could already be outsourced and thus not on the board’s agenda, as recruitment consultancies now fulfil the non-core ‘attraction of suitable candidates’ services, with the traditional Human Resources fulfilling a more Risk mitigation / management functions of ensuring compliance with Health & Safety Executive , employment law, equality laws, etc.
Another unintended consequence is the fact that because organisations more and more frequently utilise professional specialists to deliver projects and programmes, the esprit d corps is disappearing from organisational life. It is difficult for managers to gain this motivational force of esprit de corps when they are managing ‘virtual teams’ and a cadre of temporary service providers through dysfunctional processes of ‘on-boarding’, induction, project management, quality control, motivational traps, engagement, focus, etc.
Therefore, to conclude this opening article in a new series around the ‘new labour market models   ’, currently being practiced in the western free market democracies, let us ask the key question that is one of the foundations of the factors of production in achieving economic advancement:
“How do we recognise, incubate, nurture, develop and sustain talent and talent management in our organisation, when this critical activity is handed over to outside consultants who have a different business model and agenda to our corporate ambitions?”
We know that there are some ‘labour supply aggregators’ or forward thinking recruitment consultancies that realise that their own models of engagement has to change, in order for them to move into the value creation and value addition space, but there are still far too many ‘factories’ with conveyor belt mentalities out there. Not to let the corporate ‘talent managers’ off the hook, because if you don’t have people and processes in place to manage the talent anymore, you only have yourself to blame when the ‘transparency machine’ of financial regulatory reform forces you down the channel of short-term decline…
- Why Talent Management Tech is Super Hot and Bound to Get Hotter (readwriteweb.com)
- TEDS Celebrates 20th Anniversary (prweb.com)
- Be social: Recruiting using social media (marketing.yell.com)